CCTV used to require installation by specialist security engineers, but modern small-scale camera systems can now be rigged up by almost anyone. Pam Loch, managing partner of Loch Employment Law, looks at the legal implications of surveillance cameras in the workplace.
Research in recent years has estimated that the average person in the UK is likely to be caught on CCTV surveillance cameras 70 times a day. In London it is estimated to be much higher.
Resources on CCTV use at work
Employee fairly dismissed after taking bribe contrary to Bribery Act 2010
Inevitably much of this footage is caught in a location that is – for somebody – his or her workplace. CCTV use at work is becoming increasingly controversial, as some feel the motivation behind it has developed from being used to promote safety and security to being used to monitor staff.
The use of body-worn cameras is now emerging within organisations, such as the NHS and the police, principally in the interest of staff safety, but also for use as evidence in court.
Guy’s and St. Thomas’ NHS Foundation Trust recorded 850 assaults on staff between April and September 2016 and, as a preventative measure, it introduced body-worn cameras for security guards.
Logistics companies are also increasingly using “dash cams” in drivers’ cabs or on couriers’ bikes to protect staff and to use potential footage as evidence.
Fly on the wall
Surveillance cameras generate issues around consent from both the public and employees. Can staff be forced to wear a camera or carry a voice recording device? Do patients in the NHS, for example, know they may be filmed?
While the use of CCTV surveillance and the fact that the average person will be caught on CCTV numerous times a day has become the norm, some employers – or individual managers – may fail to be aware of the legal requirements and the codes of practice that are relevant when using surveillance cameras in the workplace.
Legally, employers must meet the requirements on use of data established in the Data Protection Act 1998 (DPA), and the rights of privacy under the Human Rights Act 1998.
In 2012, the Protection of Freedoms Act was passed. Under this Act, a new code of practice regarding surveillance in public spaces was published in 2013. It applies to public authorities, but is also recommended for other organisations.
A surveillance camera commissioner (SCC) was also appointed, with the aim of promoting and monitoring the use of this new code. The Information Commissioner’s Office (ICO) in May 2015 also published its most up-to-date code of practices for surveillance cameras and personal information.
Some key points from the code of practice, and how this relates to employers, include:
- If an employer wishes to use CCTV in the workplace, the ICO must be notified as to why they intend to use it. This is part of the registration process for a data controller under the DPA. An employer cannot then use the information collected for any other reason. For example, if the organisation is using CCTV to monitor crime, it cannot then use it to monitor staff. Employers should, before using surveillance cameras, carry out an impact assessment, decide if alternatives are possible and only go ahead if the use of cameras meets a legitimate aim.
- Staff must be informed that they may be recorded and where cameras are located. To make this undisputable the employer should use clear and visible signs.
- Levels of CCTV surveillance in work must be proportionate to the reasonable expectation of privacy. In certain areas with a higher level of expected privacy, such as near toilets, changing rooms, kitchen and break areas, it is unlikely to be acceptable to have cameras.
Employers should plan the collection and storage of this data in accordance with the DPA, particularly in regard to how it will be stored, for how long and who can see it.
Subject access requests
Maintaining integrity in these areas is essential. Employers need to be aware that staff can request to see the recordings kept of them by making a subject access request, and the data must be provided no longer than 40 days after a request is received.
The use of CCTV to monitor secretly will not automatically be admissible as evidence in court or in an employment tribunal. A judge will take into account all the circumstances, including whether or not there was a breach of privacy in obtaining the evidence.
Employers should have a written policy covering the use of CCTV in the workplace. This will not only reduce the employer’s risk of successful claims for breach of privacy, but could also make it easier to rely on CCTV evidence in defending employment tribunal claims.
The owner/landlord of our commercial workshop has installed cameras which overlook the yard outside our workshop. We rent that yard as part of the premises. I understand that these cameras are linked to his personal mobile phone. He has done this with no prior avdice or discussions with us. Is this a breach of privacy?
How long can your employer make you sit watching over 100 cameras?
Can my boss sit and watch cctv all day. Phoning to say move this, move that, why you not doing x??
It’s not for any sort of surveillance just to tell staff what to do remotely
Hi, yesterday my 18 year old son found out that his dressing down from his boss was streamed being filmed and streamed to members of staff in the head off for there enjoyment. I feel deeply hurt for my son who has handed his resignation today and feels bullied.
What action/who can we talj to or were can I take, as I feel the law has been broken.
Hello, if the CCTV camera was zoomed to see what I am doing on my personal phone is okay? Or does it breach my privacy? And the screenshot of that was sent to me and my boss told me that lots of screenshots was still saved on his phone. What will I do?
I’d love to know answer to this too..my manager screenshot cctv images of me at work on her personal mobile phone.There was no suggestion of criminal activity..
The usability of the CCTV is increasing day by day. As the crime or any kind of illegal issues has been increasing very rapidly so to stay safe and secure the concern people have an access on CCTV. It is used to spy on a particular place or specific event to secure that particular area from any kind of illegal issues.
Does my company have the right to install cameras inside the cab of my vehicle pointing directly at me without my permission/consent with no signage or warnings in place?
The Broad answer to your question is no. However, if they have it written in your Contract of Employment or Employee Handbook then yes they can. They could also claim it is for your safety, but they need to clear they are only recording yourself if they are capturing images of other persons they could be in breach of the General Data Protection Regulation(GDPR)
Can my employer use the same footage that was used to see where a shoplifter left against me ? i.e the alarms didn’t go off and it was not known at the time that they were in the store. Only reviewing footage did they see the thief left an hour later. Can they use that same footage to discipline me against someone i did not know about, someone everyone was oblivious to ?
I work at a magistrates courts
Question (1) do they have to have signs inside the court were the cctv cameras are
Question (2) can they use these cameras to record us anytime and go back to watch what we are up to for no reason
Question (3) I’m a cleaner at the Courts and one night I used the cameras to look outside because I heard a loud bang am I breaking any laws not sure if I need a licence to use them
Question (4) can I request footage of myself
The use of body-worn cameras is now emerging within organizations, such as the NHS and the police, principally in the interest of staff safety, but also for use as evidence in court.
My manager has recorded footage of myself at work on his personal phone and is trying to use it against me is this legal when there’s no footage of it on the system?